Types of Recruitment
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Types of Recruitment



Types of Recruitment

Types of Recruitment



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Types of Recruitment Types of Recruitment Presentation Transcript

  • Types ofRecruitment
  • Recruitment is the process of finding and hiring suitablecandidates ( from within internal or external of anorganization ) to fill the positions. The process involvessearching, sourcing and selecting right candidates for theroles to the organization.What is Recruitment?
  • What are the different sources of recruitment?The different sources of Recruitment are classified into two categories.1. Internal Sources2. External Sources
  • What is Internal Sources?This involves recruiting candidates within an organization to fill the vacancy. Unlikeexternal sources, companies fill the positions through references of internalemployees or current employees promotions to higher positions.
  • Methods of Internal Recruitment1. Internal Advertisements ( emails, newsletters, forms )2. Word of Mouth3. Promotions4. Internal Employee Referrals5. Retired Employees for temporary or contract positions.6. Present temporary/contract employees to permanent positions7. Former employees for part time/freelancer/work at home.
  • 1. No cost and less time consuming2. No need of training3. Builds strong relationship with employees.4. Motivates others of hard work to get high positions.5. Easy to pick best talents within an organization very quickly6. Long stay with the company when promoted to high position.Advantages of Internal Recruitment
  • Disadvantages of Internal Recruitment1. The positions of the persons who is promoted will be vacant.2. There may be partiality in promoting employees.3. No new opportunities for external candidates.4. Dissatisfied employees may quit if his co-worker is promoted to high positions.
  • What is External Sources?This involves recruiting a candidate through references, networks, job portals or theymay approach recruitment agencies. In order to compete with other companies &increase their standard, employers hunt for best talents working for other topcompanies.
  • Methods of External Recruitment1. Job Portals2. Internal and External Employee Referrals3. Recruitment/Headhunting agencies4. Job ads on Newspapers/Websites5. Campus Recruitment6. Walk In
  • Advantages of External Recruitment1. Create new opportunities for external employees.2. Best candidates can be placed for the roles3. Cost of employees can be minimized4. Increase in the selection ratio.5. There are less chances of partiality6. Uniqueness in employees worked for different companies can take the currentcompany to extra mile7. Able to recruit the skills it needs.
  • Disadvantages of External Recruitment1. Cost to hire is high.2. External process is more time consuming as compared to internal process.3. Sourcing quality candidates becomes difficult for the companies.4. Internal recruiters lack headhunting skills ( Less references & networks ). Theymay have to approach Recruitment agencies to hire the people.
  • Internal Recruitment vs. External Recruitment
  • With lot of competitors and rapid change in technology, companies look for candidates working in similar domainof different skills and uniqueness to build their business. Employees within a company lack modern technologyprocess that cannot compete with other companies, can bring the company to low level. Unlike Internalemployees, external passive candidates can bring lot of changes to the companies with innovative ideas andcreative skills to improve business standard. As technology moves to advanced level, customers begin to uselatest technologies. In order to compete with other companies, external employees with latest skills and thoroughknowledge on business economy and competitive place are responsible for better business growth.When internal employees fail to do so, employers go for searching external candidates with rich source of latestskills to fill the positions. These external candidates are not so easily available on job boards. They are happyworking in current organization and do not look for a career change. Contacting with these successful candidatesrequires a great sensitivity to convince them to take up the new opportunities. These hidden talents can be foundonly through references and wide network. When internal recruiters of the organization fail to recruit suchcandidates, they go for headhunting agencies.Thus, to hire quality candidates external recruitment becomes necessary for companies.Though the external recruitment is costly, it is far better than internal recruitment. Various recruitment andheadhunting agencies are modernized to hunt candidates through various techniques. They research the marketplace; know the competitors and source best talents for the positions.
  • A headhunting company